Business Immigration Planning Advisory Services

Toronto Employment & Immigration Lawyers on Immigration Planning &

At Sultan Lawyers in Toronto, our team of highly knowledgeable workplace immigration lawyers regularly provide legal guidance and assistance to employers seeking to bring temporary foreign workers to Canada. We assist multi-national companies with immigration planning and strategies for temporary foreign workers to obtain work authorization in Canada. Further, we help employers ensure compliance with all requirements set by the government, including Immigration, Refugees and Citizenship Canada as well as Employment and Social Development Canada.

What is Immigration Planning?

At Sultan Lawyers, we view Immigration planning from a short-term perspective in relation to aspects such as Labour Market Impact Assessments and obtaining work permits in Canada, while considering long-term goals such as obtaining permanent residency in Canada.

We offer employers various strategies with respect to bringing foreign employees of multi-national companies to Canada, and we also set out a road map to permanent residency for temporary foreign workers that wish to obtain permanent residency in Canada. On permanent residency, we offer a comprehensive assessment for temporary foreign workers so that they have a comprehensive understanding of what programs they may qualify for and when they may be in the best position to make an application for permanent residency.

What does it mean to secure global skills to support growth?

We help with designing roadmaps for securing work authorization in Canada for temporary foreign workers. We assist employers with Labour Market Impact Assessment (“LMIA”) as well as work permits that are LMIA-exempt.

Specifically, we are aware that employers want to attract top talent to work for their company. Accordingly, we provide advisory services aimed at explaining the process and ensuring any related paperwork is completed and submitted in an accurate and timely manner.

When employers of a multi-national company bring a temporary foreign worker to Canada, this often results in growth of the business and further job opportunities for Canadians and permanent residents. We assist employers to properly articulate these advantages to ensure that they have consistent access to foreign workers as needed. Additionally, strong relationships with government agencies involved in the authorization of foreign workers is critical, and we have the experience and knowledge necessary to maximize the chance of success in this regard.

Contact Sultan Lawyers for Advice for Employers on Immigration Planning & Securing Global Skills to Support Business Growth in Canada

The Toronto employment lawyers at Sultan Lawyers regularly advise international and multi-national employers on immigration planning to secure global skills to support the growth of their businesses in Canada. We can help you plan proactively through offering viable (and often multiple) strategies in relation to immigration planning, provide comprehensive support through the application process, and work with you through risk assessment and strategy implementation. Further, we offer flat rate consultations, specifically designed to provide our clients with a roadmap for driving immigration strategies in an effective manner. Contact us online or at 416-214-5111 to book a consultation.

Frequently Asked Questions

How can an employer hire a foreign worker?

Employers can hire foreign workers by first identifying the right immigration pathway for the position and the worker’s circumstances. This may involve determining whether the role requires a Labour Market Impact Assessment (LMIA) or whether the position qualifies for an LMIA-exempt work permit.

The process requires employers to understand the requirements for the selected work permit category, prepare the necessary documentation, and meet their responsibilities throughout the employment relationship.

Working with an experienced LMIA lawyer can help employers assess their options and develop a strategy that aligns with their hiring needs and business goals.

What is an LMIA and when does an employer need one?

A Labour Market Impact Assessment (LMIA) is an assessment used to determine whether hiring a foreign worker is appropriate based on the needs of Canada’s labour market. When an LMIA is required, employers must provide information about the position, recruitment efforts, and why hiring a foreign worker is necessary. A positive LMIA generally confirms that there is a need for a temporary foreign worker to fill the position and that no Canadian citizen or permanent resident is available to fill it.

The requirements can vary depending on the role, industry, and circumstances of the employer. Understanding whether an LMIA is needed before beginning the hiring process can help employers prepare the right documentation and avoid unnecessary delays.

Sultan Lawyers provides LMIA support to employers seeking guidance on work authorization strategies and immigration planning.

What is the difference between LMIA-based and LMIA-exempt work permits?

LMIA-based work permits require an employer to obtain an approved LMIA before the foreign worker can apply for a work permit. The LMIA process focuses on whether hiring a foreign worker is supported based on the employer’s circumstances and workforce needs.

LMIA-exempt work permits do not require an LMIA because they fall under specific immigration categories. The appropriate pathway depends on factors such as the position, the employer’s situation, and the worker’s eligibility.

Employers exploring alternative pathways can also review LMIA exemptions to better understand whether a position may qualify under an exemption category.

What compliance obligations does an employer take on when hiring a foreign worker?

Employers hiring foreign workers must meet obligations connected to the worker’s employment and authorization to work. This includes following the employment conditions represented during the immigration process and maintaining compliance with applicable workplace requirements.

These responsibilities continue throughout the employment relationship, not only during the initial application process. Employers should understand their obligations before hiring to reduce the risk of immigration or employment-related concerns.

A proactive approach helps employers create a clear process for managing international talent while meeting their immigration responsibilities.

How can an employer plan for a foreign worker’s long-term immigration goals?

Employers with key international talent may consider business immigration planning as part of their workforce strategy. Depending on the worker’s qualifications and circumstances, different pathways may be available to support future immigration goals such as permanent residence.

Planning ahead allows employers to consider how work authorization, employee retention, and business objectives may connect over time. A tailored immigration strategy can help employers make informed decisions when building a long-term workforce plan.

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Client Testimonials

“I want to sincerely thank Sharaf Sultan and his team for their assistance. Right from the beginning, I knew they were extremely knowledgeable and hard working. I also had confidence that Sharaf and his team understood my perspective and that they were prepared to work hard to receive the best result possible. Sharaf and his team were always professional and diligent when providing legal services. He truly went above and beyond my expectations. The whole team provided honest and precise services and they managed to solve any problems that arose during my case. I would definitely work with them again!!”

C. Bell

“Kristine Gorman of Sultan Lawyers was terrific in helping me get a Canadian work visa. Responsive, friendly, but mostly incredibly thorough and efficient, she was a life line for when I needed wise counsel and focused expertise.”

D. Baum, Ph.D., D.Min. Management Consultant

“Sultan Lawyers provided a great experience during a difficult time with my employer. Kristine was extremely thorough and knowledgeable when reviewing and articulating the risks and details of my severance package. I am thankful for Kristine as her expertise enabled and empowered me to confidently make a decision on my options.”

James V.

“I wholeheartedly endorse Sharaf and Alexandra for their employment expertise and their impressive level of client service. Not only was their legal counsel top-notch, but Sharaf helped me navigate the tricky emotional waters related to my matter in a healthy way. He saw the big picture and helped me toward the best possible outcome for me now and into the future. As a lawyer myself, I realised that the smartest thing I could do in my circumstances was to have excellent legal advice, and Sharaf and Alexandra went above my expectations. It was empowering to work with them, and I can't thank Sultan Lawyers enough!”

N. Haras

I had an incredible experience working with the Sultan Lawyers team from start to finish. They were friendly and professional, and made me feel at ease with what I was going through. They provided me with some incredible advice, which resulted in a better outcome than I had expected. They also followed up with me to make sure everything was ok, which was a lovely touch, they really care about their clients. I also felt like the service I received was incredibly affordable, and I would definitely recommend Sultan Lawyers to anyone, without hesitation.

A. Kelly

I had the pleasure of getting advice from Ani to resolve my concerns about an employer enforcing an unreasonably long resignation notice, which could have prevented me from taking another opportunity to grow my professional experience and achieve my goals. Ani was incredibly knowledgeable and helpful throughout the entire process. Her positive attitude and expertise gave me peace of mind, and I couldn't have asked for a better advocate. Highly recommend!

J. Núñez

Sultan Lawyers November 6, 2026